Leqa:mel Development Corporation

HUMAN
RESOURCES POLICIES &
PROCEDURES MANUAL

Approved and Ratified by the Leqa:mel Development Corporation Board of Directors

Date:
 TABLE OF CONTENTS
1.0 VISION STATEMENT ................................................................................................................. 4
2.0 MISSION STATEMENT ............................................................................................................... 4
3.0 LEQA:MEL DEVELOPMENT CORPORATION POLICY & PROCEDURES .......................................... 4
4.0 DEFINITIONS ............................................................................................................................ 4
5.0 ROLES AND RESPONSIBILITIES .................................................................................................. 6
Board of Directors ............................................................................................................ 6
Chief Executive Officer and Manager Roles ....................................................................... 6
Employee Role .................................................................................................................. 6
New Employee Role .......................................................................................................... 7
6.0 DELEGATION AND LEVELS OF AUTHORITY ................................................................................ 8
Governance and Operations ............................................................................................. 8
7.0 EMPLOYMENT Policies ............................................................................................................. 8
Canada Labour Code and British Columbia Employment Standards ................................... 8
Human Rights ................................................................................................................... 9
Employment Classification ................................................................................................ 9
Employment Outside Activities ....................................................................................... 10
Job Descriptions ............................................................................................................. 10
Employment Layoff ......................................................................................................... 10
Just and Reasonable Cause .................................................................................................................... 10
Reorganization ....................................................................................................................................... 11
Employment Termination ............................................................................................... 11
Employment Resignation ................................................................................................ 12
8.0 EMPLOYMENT LEAVES ........................................................................................................... 13
Sick Leave ....................................................................................................................... 13
Bereavement and Compassionate Leave ......................................................................... 14
Maternity Leave ............................................................................................................. 15
Parental Leave ................................................................................................................ 16
Cultural Leave ................................................................................................................. 16
Education Leave ............................................................................................................. 17
Special Leave of AbsenceError! Bookmark not defined.
Jury Duty Leave .............................................................................................................. 17
Marriage Leave ............................................................................................................... 18
9.0 EMPLOYEE PROCEDURES ........................................................................................................ 18
Health and Safety ........................................................................................................... 18
Closures Due to Weather or Emergency .......................................................................... 18
Oath of Ethics and Confidentiality .................................................................................. 19
Alcohol and Substance Use ............................................................................................. 20
Smoking.......................................................................................................................... 20
Code of Conduct ............................................................................................................. 21
Employee Files ................................................................................................................ 21

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 Hours of Work ................................................................................................................ 22
Performance Reviews ..................................................................................................... 22
Corrective Action, Last Chance Agreements, Emergency Suspension ............................... 23
10.0 STAFF MEETINGS .................................................................................................................... 23
11.0 EMPLOYEE SALARY AND WAGE .............................................................................................. 23
Salary and Wage ............................................................................................................. 24
Deductions and Benefits ................................................................................................. 24
Increases and Bonuses .................................................................................................... 24
Personal Loans................................................................................................................ 24
Overtime ........................................................................................................................ 24
12.0 VACATION/HOLIDAYS ............................................................................................................ 24
Vacation Pay ................................................................................................................... 25
Vacation Leave ............................................................................................................... 25
Vacation - Termination ................................................................................................... 26
Statutory Holidays .......................................................................................................... 26
Board Approved Holidays ............................................................................................... 26
Violence in the Workplace .............................................................................................. 26
13.0 HUMAN RESOURCES POLICY AND PROCEDURES REVISIONS.................................................... 27
14.0 ACKNOWLEDGEMENT EMPLOYEE SIGNATURE ..................................................................... 27

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1.0 VISION STATEMENT
To maximize economic returns without compromising cultural and environmental
values of the Leqa:mel membership.
2.0 MISSION STATEMENT
To grow our business by providing quality products and services at great value,
when and where our customers want them, and by building positive,
lasting relationships with customers.
3.0 LEQA:MEL DEVELOPMENT CORPORATION POLICY & PROCEDURES
3.1. The purpose of the Leqa:mel Development Corporation Human Resources
Policy and Procedures Manual is to provide a platform for understanding
that will help to develop and maintain a harmonious, respectful and
mutually beneficial relationship between the employer and employees.

3.2. This Policy and Procedures Manual describes the terms and conditions of
employment and general working conditions. Leqa:mel Development
Corporation aims to provide all reasonable measures necessary to ensure
the safety and occupational health of all employees, to establish a
respectful workplace and to encourage the effective and productive
operations of the Corporation.

3.3. This Policy and Procedures Manual incorporates and adheres to the
Canada Labour Code (CLC) and British Columbia Employment Standards.
Any part within this manual that is inconsistent with, or falls below the
provisions of the Canada Labour Code and BC Employment Standards, shall
be null and void and the Canada Labour Code or BC Employment Standards
shall take precedence.

3.4. All employees, management and staff shall adhere to the provisions of the
Policy and Procedures Manual.

3.5. A copy of the Manual shall be made available to all employees and be
available for the membership to review.

3.6. Leqa:mel Development Corporation management and supervisory staff

shall be responsible for the instruction of employees regarding the Manual
as well as for ensuring that the policies and procedures are implemented.

3.7. The Board of Directors is the approving authority for any revisions or
amendments to the Human Resources Policy and Procedures Manual, with
input from employees.
4.0 DEFINITIONS
4.1. Anniversary Date: the employees start date.

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 4.2. Casual Employee / On-Call: an employee whose hire is for less than
twenty (20) hours per week or whose hire is only on an on-call basis and is
not regularly scheduled work.

4.3. Contractual Employee: a person retained in a position under a written

agreement to perform a set of tasks for a specified term.

4.4. Council: all of the members of the Leqa:mel First Nation Council working
together as the complete Council.

4.5. Employee or Staff: all persons employed by the Leqa:mel Development

Corporation.

4.6. Employer: The Leqa:mel Development Corporation.

4.7. Full Time Employee: an employee who works 40 hours per week.

4.8. Fiscal Year: from April 1 of one year to March 31 of the next year.

4.9. Immediate Family: is defined as including the employees spouse

(including common-law and same sex), children, brother, sister,
grandchildren, mother, father, and grandparents (including biological,
adopted, foster, step).

4.10. Lay Off: the termination of work because of lack of work, lack of funding,
or the discontinuance of a function.

4.11. Leave of Absence: an employees absence from work that has been
approved by the employer. Depending upon the circumstances, the leave
may be paid or unpaid.

4.12. Part Time Employee: a permanent employee who is hired to work more
than 20 hours but less than 80 hours bi-weekly.

4.13. Permanent Employee: an employee hired for an ongoing position for a

minimum of twenty (20) hours per week, either part-time or full-time.

4.14. Probationary Period: the three-month period at the start of the

employees employment in any position. This is the period during which
the employer can assess the employees suitability for the position. The
probationary period is also used when an employee transfers to a different
position or is promoted to a different position than the previous hire.

4.15. Manager: an employee hired into a position that has a management

role.

4.16. Resignation: the notice that an employee submits when voluntarily

leaving their employment with the Corporation.

4.17. Start Date: the date upon which an employee is hired to begin working.
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 4.18. Temporary or Term Employee: an employee hired for the term of a
project or on a temporary basis to replace an employee on leave, or to
work on a temporary basis for a specific task.

4.19. Termination: dismissal from employment, the end of the employees job
when the position is terminated, or the employees voluntary resignation
or retirement.
5.0 ROLES AND RESPONSIBILITIES

Board of Directors

5.1. The role of the Board of Directors as it pertains to human resources

activities includes scheduled review and ratification of the Human
Resources Policy and Procedures Manual and serving as an appeal body in
certain circumstances.

5.2. The Board also supports the Chief Executive Officer in developing and
maintaining current, new and emerging Leqa:mel Development
Corporation business ventures and ensuring adequate resources are
available to conduct the businesses effectively.

5.3. The Board is responsible for the performance appraisals of the Chief
Executive Officer, working with the Governance Committee.

Chief Executive Officer and Manager Roles

5.4. The Chief Executive Officer has executive responsibility for all aspects of
human resources management and leadership, including recruitment,
hiring, termination, training, performance management, workplace
employment and health and safety standards, a safe and respectful
workplace, human rights and other legislated workplace requirements.

5.5. Managers have direct responsibility for these same aspects of human
resources as they relate to the employees who report directly to them.

5.6. The Chief Executive Officer has executive responsibility for not causing or
allowing any practices or activities that are unlawful, that will cause undue
operational or financial risk, or that are in violation of accepted business
practice, legislated requirements or professional conduct.

5.7. Managers have direct responsibility for these same aspects of

responsibility in the managers area of operations and the business
ventures for which the manager has authority.

Employee Role

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 5.8. Employees shall follow the Human Resources Policy and Procedures
Manual as well as all Leqa:mel Development Corporation workplace
operational procedures and rules.

5.9. Employees shall attend and perform work according to the hire, come to
work on time, report absences as required, and perform the functions of
the job as well as they are able to do so.

5.10. Employees shall engage in the performance management system and in

any training provided by the Corporation that is necessary to the
performance of the job. Employees will be encouraged to develop
personal learning plans.

5.11. Employees shall participate in all workplace and team meetings that are
implemented by the manager or supervisor, or as otherwise required or
legislated.

5.12. Employees shall follow WorkSafe BC rules and regulations for maintaining
a safe and respectful workplace.

5.13. Employees shall not attend work or enter any of the Corporations
worksites while under the influence of drugs or alcohol.

5.14. Employees shall report all health and safety incidents, including those that
relate to bullying or harassment.

5.15. Employees shall engage in all workplace health and safety initiatives.

5.16. Employees shall work cooperatively with co-workers and managers to

ensure a productive, safe and respectful workplace.

5.17. Employees shall welcome new employees and help them to become
established in the workplace.

5.18. Employees shall inform the direct supervisor of training that is needed to
improve the employees knowledge, skills, competence, and confidence in
the job.

5.19. Employees shall inform the direct supervisor of any problems that arise in
the workplace or that prevent the work of their position from being done.

5.20. Employees shall work cooperatively with co-workers, supervisors and

managers to develop mutually acceptable and time-limited strategies to
address problems.

5.21. Employees shall, if necessary, adjust behavior to be consistent with the

requirements of the job and the Policy and Procedures Manual.

New Employee Role

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 5.22. In addition to the role of all other employees, new employees also sign:
5.22.1. Code of Conduct
5.22.2. Oath of Ethics and Confidentiality
5.22.3. Direct Deposit Form

5.23. All new employees undergo a three-month probationary period during

which the direct supervisor or manager monitors and evaluates the
employees performance in order to determine whether further
employment in the job is appropriate. The probationary period provides
performance reviews and guidance from the manager or supervisor in
order to give the employee every opportunity to succeed.

5.24. The manager or supervisor gives the employee an orientation of the area
of operations, the job duties, fellow employees and other information that
will help the employee understand the purpose and duties of the job, and
to help them be successful in the new job.
6.0 DELEGATION AND LEVELS OF AUTHORITY

Governance and Operations

6.1. The Leqa:mel First Nation Chief and Council have their authority from the
membership and is Leqa:mel Development Corporations shareholder.

6.2. The Board of Directors is the governing body that is responsible for making
corporate policy for Leqa:mel Development Corporation, reports annually
to the shareholder and is responsible for assessing the performance of the
Chief Executive Officer. The Board is not involved in the daily operations of
the Corporation.

6.3. The Chief Executive Officer is responsible for implementing policy and is
responsible for assessing the performance of the managers of each of the
Corporations business ventures. The Chief Executive Officer has executive
responsibility for daily operations and all organizational performance as
described in the Chief Executive Officer job description.

6.4. The managers of each of the Leqa:mel Development Corporation business

ventures are responsible for achieving the business objectives of their area
of business, for the orientation of new employees, maintaining and
implementing employee training, and for assessing the performance of the
employees who report directly to them. The responsibilities of the
managers are described in their job descriptions.
7.0 EMPLOYMENT POLICIES

British Columbia Employment Standards

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 7.1. Where applicable, the British Columbia Employment Standards Act (BCES)
shall be applied. Where a Leqa:mel Development Corporation
employment contract provides more favorable conditions to the employee
than does the BCES, then the provisions of the employment contract shall
prevail. Where the BCES provide more favorable conditions to the
employee, then those provisions shall prevail.

7.2. Prior to making an offer of employment, Leqa:mel Development

Corporation will conduct a job-related background check, which will
include prior employment verification, reference checks, confirmation of
education and qualifications, and a credit check.

7.3. Where it is necessary to the job, a criminal record check is done to protect
the interests of Leqa:mel Development Corporation and of its employees,
clients and the community it serves.

Human Rights

7.4. All aspects of the BC Human Rights Act shall apply in hiring, training,
promoting, or any other workplace and employment-related matter with
respect to age, race, creed, ancestry, national origin, political affiliation or
activity, sexual orientation, gender, parental status, physical disability,
mental disability and all other status protected under Human Rights.

7.5. Any Employee who believes they have been discriminated against is
entitled to and has the opportunity to file a complaint, as set out in this
Policies and Procedures Manual.

7.6. Leqa:mel Development Corporation shall at every opportunity when

hiring employees, give special consideration to applicants of Aboriginal
ancestry. This consideration is based on the need of the community and
membership served by the Corporation.

Employment Classification

7.7. Employees shall be classified as follows:

7.7.1. Permanent (full-time or part-time) - An employee hired for an
ongoing position for a minimum of twenty (20) hours per week
7.7.2. Casual/On-Call An employee whose hire is for less than twenty (20) hours
per week, or whose hire is only on an on-call basis and is not regularly
scheduled work
7.7.3. Temporary/Term An employee hired for the term of a project or on a
temporary basis to replace an employee on leave, or to work on a
temporary basis for a specific task
7.7.4. Contractual Employee A person retained in a position under a written
agreement to perform a set of tasks for a specified term

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 Employment Outside Activities

7.8. Employees may engage in paid or unpaid work outside of their

employment with Leqa:mel Development Corporation provided that the
work:
7.8.1. Is not with a customer or competitor of any Leqa:mel Development
Corporation business activity;
7.8.2. Does not compete or interfere with the Corporations products or sales;
7.8.3. Does not involve the sharing of any information that the employee has
knowledge of because of their employment with the Corporation;
7.8.4. Does not interfere with their hours of work, attendance or performance of
their duties as an employee of the Corporation;
7.8.5. Does not bring Leqa:mel Development Corporation into disrepute;
7.8.6. Is not performed in such a way as to appear to be an official act or to
represent Leqa:mel Development Corporation; and
7.8.7. Does not involve the use of the Corporations premises, services,
equipment, furniture, vehicles, tools, materials, goods, customer
information or any other material or information to which the employee
has access by virtue of their employment with the Corporation.

7.9. Employees are required to notify their manager or supervisor if an outside

job or activity might affect the employees availability for their regular job
with Leqa:mel Development Corporation.

Job Descriptions

7.10. A job description shall be developed for each position by the manager or
supervisor of that area of operations, and must be reviewed and approved
by the Chief Executive Officer or other designated officer. Job descriptions
are written in consultation with the employee who currently works in the
job as well as with any other relevant employee, manager or supervisor.

7.11. The job description includes:

7.11.1. Position title and classification;
7.11.2. Purpose of the position;
7.11.3. Duties and responsibilities of the employee;
7.11.4. Reporting structure and the positions supervised;
7.11.5. Personal qualifications required; and
7.11.6. Date on which the job description was approved or revised.

7.12. Job descriptions are reviewed and revised as necessary or at least every two
(2) years.

Employment Layoff

Just Cause

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 7.13. A layoff shall occur for just cause. These reasons may include but are not
limited to:
7.13.1. A change in organizational priorities with consequent elimination,
downsizing or other change to operations or functions;
7.13.2. Reduction or other change to resources by circumstances outside the
control of the Corporation;
7.13.3. Health or safety problems outside the control of the Corporation; and
7.13.4. Any other reason, which fits with the spirit and intent of the reasons stated
above.

7.14. The manager or supervisor of the area of operations concerned will

provide as much notice of layoff as possible. The employee will receive a
minimum of two (2) weeks written notice.

Reorganization

7.15. Where it is necessary to eliminate a position because of reorganization or

downsizing of operations or functions, the following factors are
considered:
7.15.1. The skills and capacity of the employee;
7.15.2. The length of the employee's service; and
7.15.3. Restructured hours and the reorganized schedule.

Employment Termination

7.16. The Leqa:mel Development Corporation shall provide notice or pay in lieu
of notice in accordance with applicable legislation, i.e., the Canada Labour
Code or British Columbia Employment Standards.

7.17. Dismissal may become necessary because of the employees failure to

perform the responsibilities of the position, the employees lack of skills or
other aspect of suitability, or acts contrary to the ethical standards and
code of conduct of Leqa:mel Development Corporation. This type of
termination is done for just cause and is called culpable dismissal.

7.18. If, after the usual corrective and disciplinary procedures, it is determined
by the manager or supervisor that an employees performance or behavior
has not improved, or if the employee again violates the rules, policies and
procedures or standards of conduct, Leqa:mel Development Corporation
may terminate employment.

7.19. The following are examples of just cause for immediate dismissal that do
not require the employer to give the employee notice of termination or
pay in lieu of notice. Note that this is not a full list of all reasons for
immediate dismissal. Note also that termination for just cause requires
a higher standard of proof and must be implemented with due care and
regard for the seriousness of the action. Also, in some of the examples
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 below, immediate dismissal (in other words, dismissal without notice or
pay in lieu of notice) might only be implemented after a previous
occurrence about which the employee was given warning.
7.19.1. Dishonesty, theft or fraud;
7.19.2. Any type of workplace violence or harassment during the course of
employment to employees, clients, visitors, business associates or others in
the workplace. Examples include sexual violence or harassment, physical
violence, lateral violence, intimidation or threats, verbal abuse or swearing,
serious slander and other such behavior and actions;
7.19.3. Serious insubordination or dereliction of duties. Insubordination may
include aggressive language including swearing and other objectionable
speech. Serious insubordination and dereliction of duties may include the
intentional failure to conform to the rules and duties of the job. It is a failure
or refusal to perform assigned duties. It is particularly serious when the
behavior could reasonably result in possible harm to the workplace, the
reputation or work of the organization, or health and safety within the
workplace.
7.19.4. Racism or other serious misconduct;
7.19.5. Conduct incompatible with the employee's duties or that could seriously
damage the reputation of Leqa:mel Development Corporation;
7.19.6. Willful disobedience of the manager or supervisors orders, instructions or
directions. This may include refusal to carry out a lawful order by the
supervisor or manager. An exception to immediate dismissal for refusal to
carry out an order is when an employee has reason to believe that the work
order will endanger the health and safety of the worker or others;
7.19.7. Use of alcohol or other substances, non-prescription drugs, or prescription
drugs that pose a proven hazard to health and safety in the workplace;
7.19.8. Conviction of a criminal offence that could reasonably pose a threat to the
health and safety of others in the workplace, to Corporation business
interests, or to the Corporations public reputation; and/or
7.19.9. Breach of confidentiality or other serious breach of ethics or other of the
Corporations policies and procedures.

7.20. All terminations are to be signed or given electronic approval by Chief

Executive Officer.

Employment Resignation

7.21. An employee who resigns will give a minimum of two (2) weeks written
notice to the manager or supervisor.

7.22. A manager who resigns will provide at least one (1) month written notice
to the Chief Executive Officer.

7.23. In a voluntary resignation or in retirement, the manager or supervisor will

conduct an exit interview with the employee for the mutual benefit of the
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 resigning employee and Leqa:mel Development Corporation. The
employee will be invited to discuss their reasons for leaving and any
thoughts ideas, suggestions or impressions that the employee would like
to offer.

7.24. If there is any uncertainty as to whether the employees intentions were

to resign, the manager or supervisor will contact the employee to request
clarification. If the employee confirms that the intention is to resign, the
manager or supervisor will inform the employee that written notice must
be submitted.

7.25. In accordance with the Employment Property Agreement Form signed by

employees receiving Leqa:mel Development Corporation property, all
property must be returned prior to the employees final day of
employment. Property that might be issued to an employee could include
a computer or other electronic device, cellular telephone, keys, vehicles,
tools, equipment, furniture, material, supplies, company credit cards, or
other items.
8.0 EMPLOYMENT LEAVES
Note that with the exception of sick leave, most leave requests are discretionary. This
means that the leave must be submitted to the manager or supervisor for approval. The
manager or supervisor will approve or deny the request on its merits, and will not
unreasonably deny a leave request.

Sick Leave

8.1. All employees may take sick leave for illness or injury that prevents the
employee from performing the work of the job. The sick leave may qualify
as paid leave. The accrual for paid sick leave is described in 8.2 below.

8.2. Employees shall be entitled to take or accrue up to 6 days. After 3

consecutive sick days, a doctors note would be required. Unused sick
time does not get paid out.

8.3. Hours of sick leave shall not be taken in advance of the employees accrual
of sick time entitlement.

8.4. An employee will contact their manager or supervisor no later than thirty
(30) minutes after the start of the workday to report that days absence
due to medical incapacity.

8.5. The employees manager or supervisor may require that sick leave of more
than three (3) consecutive days be supported by a physicians certificate.
The medical certificate needs to state whether the employee was
medically able to perform the work of their job, whether the absence from
work was medically necessary, the dates the employee was medically

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 unable to work, and the physicians estimate of when the employee might
be medically capable of returning to work.

8.6. If the physician charges a fee for writing the medical certificate, the
employer is responsible for paying the fee. The physician may mail the
certificate to the attention of the employees manager or supervisor in an
envelope marked confidential or may give the certificate to the
employee who will arrange to have it given to the manager or supervisor.

8.7. Failure to comply with the instruction to provide a medical note could
result in the time away from work being unpaid or in other corrective
action. There may be circumstances in which the employee is unable to
access medical care, in which case the circumstances will be taken into
consideration.

8.8. The manager or supervisor should review the employees absence record
if it appears that sick days are consistently taken around holidays, long
weekends, vacations, or if there are other patterns that may suggest the
employee is experiencing difficulties other than sick leave. In these
instances, the manager or supervisor should have a meeting with the
employee to explain the concern about sick leave and to ask if the
employee is having difficulties that they would like to discuss. Depending
upon the information exchanged in this meeting, the manager or
supervisor may begin a coaching process with the employee.

8.9. If the employee knows that their medical absence could be for as long as
fifteen (15) consecutive workdays, the employee should immediately
apply for Employment Insurance disability benefit under the short-term
medical disability provisions of the Employment Insurance Act.

To apply for Employment Insurance disability benefit, the employee must

request a Record of Employment from the Leqa:mel Development
Corporation Finance Manager. The Record of Employment form is required
in making application for Employment Insurance disability benefit.

Bereavement and Compassionate Leave

Bereavement Leave

8.10. All full time employees shall be granted three (3) days of bereavement
leave with pay upon the death of the employee's immediate family
member. An additional two days may be granted at the discretion of the
manager or supervisor. The employee submits a request for leave of
absence to their manager or supervisor who approves or denies the
request on its merits. No leave request is unreasonably denied.

Immediate family is defined as:

Spouse, including common law

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 Father, mother, including natural or step parents, adoptive or foster
Child, including stepchild, ward, adoptive or foster
Sibling or step-sibling
Grandmother or grandfather
Son-in-law or daughter-in-law
Father-in-law or mother-in-law, including step, adoptive, foster or common law
Brother-in-law or sister-in-law
Grandchild (immediate)

8.11. The employees manager or supervisor may consider an employees

request to use some of their accumulated sick leave or vacation
entitlement.

8.12. Leave without pay for a further ten (10) days may be granted with the
approval of the employees manager or supervisor.

8.13. In the event of the death not included in the definition of immediate
family, the employee may apply for leave without pay, vacation time, or
may use sick leave if other leave banks are depleted.

8.14. All leave requests and approvals are to be signed by the employees
manager or supervisor, a copy provided to the employee, and the original
kept in the employees personnel file.

Compassionate Leave

8.15. Compassionate leave is granted in accordance with Section 52.1 of the

British Columbia Employment Standards Act and provides that an
employee may be granted leave without pay to assist a family member
who is critically ill and requires care and support. Application for
compassionate care benefits are made through the Human Resources and
Skills Development Canada website. The entitlement for compassionate
care leave is for up to eight (8) weeks of unpaid leave. The employee must
provide the employer with a medical certificate stating that the family
member has a serious medical condition with a significant risk of death
within 26 weeks. Further request may be made if the family member is still
alive within the first 26-week period.

Maternity Leave

8.16. The period of maternity leave shall be in accordance with the

Maternity/Parental Benefits provisions of the Employment Insurance Act.

8.17. The employee must submit the request for maternity leave at least four
(4) weeks before the day the employee wishes to begin the leave.

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 8.18. Upon submission of a written request, the employee shall be granted leave
of absence without pay for up to 35 weeks of maternity leave. The
employee may request a maximum period of one (1) year of combined
Commented [CV1]: Under this it is important to differentiate
maternity and parental leave benefits. Maternity leave may begin up to maternity leave and parental leave. (maternity leave is only 35
eleven (11) weeks in advance of the expected date of delivery. weeks) not a full 52 can it state leave of absence without pay
for maximum period { combining maternity and parental leave
benefits provision entitlements} something like that.
8.19. If the pregnancy is terminated due to any cause, the employee is entitled
to up to six (6) weeks leave without pay.

8.20. Upon return to work, the employee shall be reinstated to the former
position and shall receive salary at the current rate of pay.

8.21. If an employee elects to maintain coverage for medical, extended health,

dental or life insurance plans, Leqa:mel Development Corporation shall
pay the employer's share of these premiums for the period during which
the employee received benefit under the maternity and parental
provisions of the Employment Insurance Act. The employee shall pay the
employees share of the premiums.

Parental Leave

8.22. The period of parental leave shall be in accordance with the parental
benefits provision of the Employment Insurance Act.

8.23. Every parent is entitled to take a leave of absence without pay to care for
newborn or newly adopted children. In the case of multiple births, such
as the birth of twins, the employee is not eligible to request leave for each
child.

8.24. Upon return to work, the employee shall be reinstated to the former
position and shall receive salary at the current rate of pay.

8.25. If an employee elects to maintain coverage for medical, extended health,

dental or life insurance plans, Leqa:mel Development Corporation shall
pay the employer's share of these premiums for the period during which
the employee received benefit under the maternity and parental
provisions of the Employment Insurance Act. The employee shall pay the
employees share of the premiums.

Cultural Leave

8.26. Specific events may require time off for participation by First Nations
employees. These events are generally planned in advance and are
referred to as custom or traditional events. Leaves for these events require
application to the manager or supervisor following the usual process, but
application for cultural leave that is submitted within the timelines
required shall be granted. Cultural leave is without pay.

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 8.27. The employee must request leave from their manager or supervisor at
least thirty (30) days in advance of the event or risk the refusal of the leave
request due to operational requirements.

8.28. An employee returning from Cultural Leave shall not lose the position in
which they were employed prior to the cultural leave.

Education Leave

8.29. Employees may be granted up to one (1) year of education leave without
pay for purposes of professional development, education or skill
upgrading.

8.30. The education leave shall be related to the work performed in the position
held by the employee.

8.31. An employee must submit a written request for education leave to the
manager or supervisor. The leave request must provide details such as the
name of the training institute, the courses or program that the employee
will take, the purpose of the training, the start date of the courses and the
date of completion. The manager or supervisor will consult with the Chief
Executive Officer before approving or denying the education leave
request. If the education leave request is granted, the manager or
supervisor will consult with the Chief Executive Officer to determine
whether the employee's position will be held vacant or filled with a term
appointment.

Jury Duty Leave

8.32. Leqa:mel Development Corporation is committed to the communities in

which it operates, including supporting employees in fulfilling their
responsibility to serve as juror.

8.33. It is the duty of an employee who receives notification for jury duty to
notify their manager or supervisor as soon as possible after receiving the
notice and to give their manager or supervisor a copy of the jury summons.
All employees wages shall be paid on the day they appear for jury
summons.

8.34. The manager or supervisor shall acknowledge in writing that the employee
has notified the employer of jury leave. The written and signed
acknowledgment will be given to the employee with a copy kept in the
employees personnel file.

8.35. An employee summoned for jury duty shall retain their position, shall
continue to accrue vacation and pension (service and contributions), and
to retain their medical and other benefits coverage with the Corporation
paying both the employee and employer portions. The employee serving
on jury duty will not receive wages during this time.
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 8.36. The employee shall return to work immediately upon completion of jury
service. The employees time away on jury duty is considered continuous
employment and the employee is entitled to all increases in wages and
benefits that the employee would have received if actively at work.

Marriage Leave

8.37. After the completion of one year of employment, an employee may apply
for up to five days leave to get married. As with all other leaves, the leave
may be approved or denied based on the Corporations operational need
at the time, but no leave request is unreasonably denied. Marriage leave
is not paid leave. An employee may apply for vacation time instead of Commented [CV2]: How long? Five days?

marriage leave if they have earned vacation time.

9.0 EMPLOYEE PROCEDURES

Health and Safety

9.1. Employees shall follow safe and respectful workplace practices in

accordance with Leqa:mel Development Corporation policies and
procedures, and with WorkSafe BC legislated requirements. The Workers
Compensation Act provides for protection of workers against unsafe
working conditions, violence in the workplace, harassment and bullying.

9.2. All employees are entitled to workers compensation benefits, with

premiums paid by Leqa:mel Development Corporation. This coverage is
automatic and immediate. It protects employees for workplace injury and
illness.

9.3. If an employee suffers a workplace injury or illness, they should make

application to WorkSafe BC for benefit and support for treatment. Even if
an employee does not suffer loss of time, they should report any incident
or illness that is due to workplace conditions or a workplace incident.

Harassment and Bullying

9.4. In accordance with the Workers Compensation Act and the OHS
Regulation, Leqa:mel Development Corporation commits to ensuring the
absence of workplace bullying and harassment as part of the health and
safety within all of the Corporations businesses and worksites.

9.5. The Corporation has established a Workplace Harassment and Bullying

Policy with prevention, reporting, investigation, enforcement and remedy
protocols.

Closures Due to Weather or Emergency

9.6. In the case of an emergency or weather that precludes company

operations from continuing or that may cause a health or safety risk, the

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 Chief Executive Officer will decide on the closure. The managers and
supervisors will then contact the employees who report to them to give
official notification of closure.

Oath of Ethics and Confidentiality

9.7. Employees shall respect the community served by Leqa:mel Development

Corporation and uphold the behavior outlined in the oath of ethics.

9.8. Employees shall respect and commit to all rules of privacy and
confidentiality concerning other employees, clients of Leqa:mel
Development Corporation businesses, and any and all information
received or gained as an employee of the Corporation.

9.9. Information deemed confidential by the employer shall not be disclosed to

others, including other employees, family members, clients, the general
public or other organizations without the authorization of Chief Executive
Officer or in some cases, the Board of Directors. Any breach of
confidentiality shall result in disciplinary action, which may include the
termination of employment.

9.10. Employees shall keep confidential all information about clients learned as
a result of employment, agreement, or other relationship with Leqa:mel
Development Corporation. No such information shall be disclosed to any
person or organizations without the express authorization of Leqa:mel
Development Corporation.

9.11. All employees shall be required to sign an Oath of Ethics & Confidentiality
upon commencement of employment. The manager or supervisor
administers the oath to the employee on the employees first day of work.
Once the employee has signed the oath, a copy is given to the employee
and the original is kept in the employees personnel file.

9.12. Examples of a breach of ethics and confidentiality might include but are
not limited to:
Conducting personal activities or other activities that are not
related to the employees job;
Using Leqa:mel Development Corporation information or property
for non-work purposes without appropriate permission;
Accessing confidential information;
Sharing confidential information;
Helping to make decisions at work that concern an immediate
family member;
Being part of decisions that conflict with the employees family or
friends business interests;
Personally benefiting from a Leqa:mel Development Corporation
negotiation or business arrangement;
Falsely representing the Corporation to others;
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 Requiring clients, contractors or others to perform activities in
return for favors;
Accepting gifts in kind or money in return for favors; and
Altering or otherwise falsifying Corporation records.

9.13. Following termination of employment, regardless of the reason for the

termination, a duty of good faith and confidentiality shall continue as long
as the information remains confidential and was obtained while working
for Leqa:mel Development Corporation or any of its agencies.

9.14. Except as set out below, information concerning all clients is confidential
and no employee shall disclose or communicate that information to any
person unless the client provides formal written consent to the Chief
Executive Officer. Employees shall not even acknowledge or confirm the
identity of clients. Information may be given out in the following
circumstances, with the approval of the Chief Executive Officer and in
consultation with legal counsel:
9.14.1. In giving evidence in Court;
9.14.2. By Order of the Court;
9.14.3. In complying with the reporting provisions of the Child, Family and
Community Services Act;
9.14.4. In complying with the reporting provisions of the Family Maintenance
Enforcement Act; and
9.14.5. In complying with tax reporting requirements.

Alcohol and Substance Use

9.15. Leqa:mel Development Corporation insists that the workplace shall be

free of all illegal drugs, and alcohol. As part of a safe and healthy
workplace, none of these substances are permitted at any of the
businesses and worksites of the Corporation. Additionally, the use of these
substances within the workplace could place the employee or co-workers
at risk. Any employee found to be under the influence of drugs or alcohol
in the workplace will be required to leave the worksite. Further actions
may be taken by the employer including warning, last chance agreement
or termination.

9.16.

Visitors to Leqa:mel Development Corporation worksites are also prohibited from

using drugs and alcohol. Any visitor to the workplace who is found to be using
these substances shall be required to leave the worksite.

Smoking and Scent Free Workplace

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 9.17. Leqa:mel Development Corporation supports the philosophy of providing
clean air and a safe environment for all. There is no smoking permitted
within any of the worksites or vehicles.

9.18. Leqa:mel Development Corporation complies with all current legislation

regarding scent free workplace.
10.0

Code of Conduct

10.1. Leqa:mel Development Corporation strives to maintain a positive image

in the community and instill confidence and trust in the Corporation. All
employees conduct shall reflect these standards.

10.2. It is the responsibility of each employee and contractor to have knowledge

of, understand and uphold the code of conduct.

10.3. The employees manager or supervisor will provide each new employee
with the Code of Conduct, which the employee will sign.

10.4. It is understood that the code of conduct does not allow for any behavior
such as threats, violence, theft, libel, slander, bullying, harassment or
sexual harassment.
10.4.1. Sexual harassment may include unwelcome sexual advances, requests for
sexual favors, or other spoken or physical contact of a sexual nature. Such
activity creates an offensive, hostile and intimidating working
environment. As with other forms of workplace harassment, a person
who feels subjected to sexual harassment has the right to require that the
behavior stop, and to seek assistance from a manager, supervisor or the
Chief Executive Officer by making a complaint.
10.4.2. Threats, theft, libel, slander, harassment and bullying all create the
offensive, hostile and intimidating workplace described above. Such
behavior is not tolerated. Any such behavior must be reported to a
manager, supervisor or the Chief Executive Officer.
10.4.3. Violence is an offense under the Criminal Code. If violence is threatened
in the workplace, the legal authorities must be called.

Employee Files

10.5. A personnel file shall be maintained for each employee and stored in the
manager or supervisors office in strict accordance with privacy and
confidentiality legislation.

10.6. The files shall not be viewed by any unauthorized person or removed from
the office.

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 10.7. An employee may make a written request to view the contents of their
personnel file. An appointment will be made at which the employee may
view the contents of their file in the presence of the manager or
supervisor. The employee may photocopy or make hand-written copies of
any material found in the personnel file but shall not remove any item from
the file.

Hours of Work

10.8. The work week is based on forty hours (40) per week.

10.9. Employees are allowed up to one unpaid hour for their lunch break.
Employees are expected to take two paid rest periods in a full work day
and for this purpose are permitted a rest break of 15 minutes before lunch
and a second break between lunch and the end of the work day. All
scheduled breaks are intended to provide for the employees health and
so the breaks cannot be taken at the beginning or the end of the workday.
Overtime must be approved in advance and will be paid out according to
industry standards.

10.10. It may occasionally be unavoidable for an employee to be late or absent

from work. Leqa:mel Development Corporation is aware that
emergencies, illnesses or urgent personal activities that cannot be
scheduled outside of work hours may arise unexpectedly. It is the
employees responsibility to contact the manager or supervisor if they
must be late to work or absent. Consistent unauthorized lateness or
absence may result in corrective measures and could eventually lead to
discipline or a last chance agreement, or finally could lead to termination
of employment.

10.11. Absence from work for three (3) consecutive days without notifying the
manager or supervisor may be considered a breach of the employment
contract. Consistent unauthorized absence of any duration of time may be Commented [CV3]: Absence without leave it should state
termination - this happens quite a bit. Or abandonment of
considered abandonment of position and could, depending upon the position.
circumstances, result in suspension, other discipline, last chance
agreement or termination.

Performance Reviews

10.12. Leqa:mel Development Corporation has a performance review process

that is intended to help managers, supervisors and employees establish
goals and measures for the mutual benefit of the employee and the
Corporation. The manager or supervisor and the employee participate by
reviewing the employees:
Competence in job duties;
Knowledge needed to perform the job;
Adherence to safety standards and other policies;
Attention to detail;
Leqa:mel Development Corporation Human Resources Policies and Procedures Page 22 of 28
 Teamwork;
Relationship with co-workers and others;
Communication skills;
Training needed to perform the job;
Improvement that is needed and the steps to improve; and
Goals and measures to achieve in the next review period.

Corrective Action, Last Chance Agreements, Emergency Suspension

10.13. Unacceptable behavior or actions within the workplace that do not lead to
immediately dismissal may be handled by:
Spoken reminder;
Written warning;
A time-out paid leave;
A time-out unpaid leave;
Last chance agreement; and
Termination.

10.14. A last chance agreement may be implemented if there are long-standing

or serious performance or conduct issues. This type of agreement is used
when all other methods of resolving the problem have been used and
Leqa:mel Development Corporation offers one last opportunity for the
employee to improve in order to keep their job. Last chance agreements
are partly governed by the Human Rights Code and BC Labour Relations
decisions.

10.15. An employee who commits a serious violation of Leqa:mel Development

Corporation policies will be suspended while an investigation is done. In
some circumstances, the suspension may be without pay. In fairness to all
concerned, the investigation will be completed as soon as possible.
Following the investigation, and depending upon the circumstances, the
employee may be terminated without any other options being offered or
other discipline being done.
11.0 STAFF MEETINGS
11.1. There shall be regular weekly staff meetings to discuss administrative and
operational work issues.

11.2. The times of these meetings shall be arranged by the manager or

supervisor and will be held during work hours. If the meeting cannot be
held during work hours, the time needed for the employee to attend the
meeting will be paid time.

11.3. All employees will attend their staff meetings unless prior arrangements
are made with the manager or supervisor.
12.0 EMPLOYEE SALARY AND WAGE

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 Salary and Wage

12.1. All employee wages and salaries are in accordance with the salary range
established by the Board of Directors.

12.2. All employee wages shall be paid on a bi-weekly basis.

Deductions and Benefits

12.3. The following is a list of employee deductions and benefits. Statutory

deductions as prescribed by the Canada Revenue Agency include:
12.3.1. Employment Insurance (EI) all employees are subject to EI deductions
12.3.2. Canada Pension Plan (CPP) all employees are subject to CPP deductions
12.3.3. Income Tax all employees are subject to income tax deductions, unless
they are Status Indians and meet the Canada Revenue Agency tax
exemption requirements.

Increases and Bonuses

12.4. Salary increases and bonuses are subject to Leqa:mel Development

Corporations fiscal limitations and are established by the Board of
Directors.

12.5. An increase in an employee's salary may occur for either of two (2)
reasons:
12.5.1. An increase based on annual cost of living, in which case all employees in
good standing of the Corporation will receive the same percentage increase
in salary; or
12.5.2. A change in duties that justifies an increase as authorized by the Board of
Directors.

12.6. On an annual basis, the Board of Directors shall provide full-time

employees with a Christmas bonus, and the rate shall be set after careful
consideration of the Corporations profitability position.

Personal Loans

12.7. The Corporation shall not provide Directors, Officers, Employees or

members of the community loans.

Overtime

12.8. Overtime is defined as work performed by an employee in excess of the

standard forty hour (40) workweek. The manager or supervisor must
approve any overtime in advance of the employee working overtime
hours.
13.0 VACATION/HOLIDAYS
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 Vacation Pay

13.1. Vacation shall be earned and calculated based on the twelve (12)-month
period beginning on an employee's start date, and shall be taken, in part,
after the completion of the probationary period and before the
anniversary date of permanent employment.

Vacation leave shall be calculated as follows: this is a policy decision that Commented [CV4]: Is their a different vacation allotment for
the Executive?
needs to be made by the Board. At the Boards discretion, one extra week
of paid holidays shall be provided to management staff.
Number of Years Employed Number of Paid Vacation Weeks Percent of Payout
02 2 4%
34 3 6%
5+ 4 8%

Vacation Leave

13.2. All vacation leave shall be taken during the year of entitlement (the year it
is earned), unless prior written approval is obtained from the manager or
supervisor. At year-end, all unused vacation entitlement will be paid out
as the amount of time earned. Vacation leave or holiday pay shall not be
accumulated from one anniversary entitlement year to the next.

13.3. Vacation leave time shall not be taken before it is earned.

13.4. The manager or supervisor shall schedule vacation in accordance with

operational requirements, within twelve (12) months of the anniversary
date of employment, and according to organizational constraints and the
request of the employee.

13.5. Employees shall submit a request for vacation by March 31 of each year.

13.6. Vacations shall be granted on a first-come, first-served basis and shall be

subject to the manager or supervisors approval.

13.7. Vacation leave shall be scheduled by the manager or supervisor to ensure

the orderly continuity of operations. If the leave request is approved, the
manager or supervisor signs the leave form, the employee is given a copy
and the original is kept in the employees personnel file.

13.8. The employees current record of earned vacation entitlement is

maintained by the payroll clerk as well as by the employees manager or
supervisor.

13.9. For vacation leave that exceeds three (3) consecutive working days, the
Request for Leave Form should be submitted at least one (1) week prior to
the leave. Annual vacation requests should be submitted at least ten (10)
days prior to the requested leave start date.
Leqa:mel Development Corporation Human Resources Policies and Procedures Page 25 of 28
 Vacation - Termination

13.10. All employees who leave Leqa:mel Development Corporation with less
than one (1) year of service and who have not taken their earned vacation
time shall be entitled to vacation pay in lieu of vacation leave. The vacation
pay is calculated as the pay outstanding for the number of vacation days
owed. For example, two (2) weeks owed vacation equals two (2) weeks
payout.

Statutory Holidays

13.11. All Employees of Leqa:mel Development Corporation shall be entitled to

statutory holidays with pay. The following days shall be designated as paid
holidays: Commented [CV5]: Wrestling Day? Williams Lake closed?

13.11.1. New Year's Day

13.11.2. Family Day
13.11.3. Good Friday
13.11.4. Victoria Day
13.11.5. Canada Day
13.11.6. BC Day
13.11.7. Labor Day
13.11.8. Thanksgiving Day
13.11.9. Remembrance Day
13.11.10. Christmas Day
13.11.11. Boxing Day
13.11.12. The following non-statutory holidays shall be provided to all employees:
Aboriginal Day.

Board Approved Holidays

13.12. Election Day provides each employee with four paid hours until election
closes. Employees may be eligible for further time if they have to travel
more than four hours to vote.

13.13. In the event the paid holiday falls on a Saturday, the following Friday is
deemed to be the holiday.

13.14. When a holiday falls on a Sunday, the following Monday is deemed to be

the holiday.

13.15. If an employee is on vacation leave and a day of paid holiday falls within
that leave period, the paid day is not counted as a vacation day.

Violence in the Workplace

13.16. Any employee who observes, is informed of or experiences violence,

including lateral violence or threat of violence within the workplace must:

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 13.16.1. Immediately report the incident to a manager or supervisor OR, if a
manager or supervisor is not available;
13.16.2. Call the police;
13.16.3. Immediately ask a manager or supervisor for help to reduce the intensity of
the situation; and
13.16.4. If injury or other trauma may have occurred, call emergency medical
services.

14.0 HUMAN RESOURCES POLICY AND PROCEDURES REVISIONS

14.1. This version of the Leqa:mel Development Corporation Policy and
Procedures Manual replaces all previous manuals.

Leqa:mel Development Corporation reserves the right to change, add to,

or terminate any of the policies, procedures, conditions and benefits
described in the Manual, with or without prior notice to employees or
others.

15.0 ACKNOWLEDGEMENT EMPLOYEE SIGNATURE

I acknowledge that I have received a copy of the Leqa:mel Development Corporation Human
Resources Policy and Procedures Manual and that I will read and follow these policies.

I have been told and I understand that this Manual is not a contract of employment, conditions
or benefits.

I have been informed that I may request copies of other workplace policies and am welcome to
direct questions regarding Leqa:mel Development Corporation policies and procedures to my
manager or supervisor, or to the Chief Executive Officer.

This, my signature of agreement and understanding, will be kept in my personnel file.

Employees Printed Name Job Position

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Employees Signature Date Signed

Manager or Supervisors Name, Title and Signature Date Signed

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